Manpower Organization, Succession Planning & Trend Analysis

Manpower Organization, Succession Planning & Trend Analysis

OBJECTIVES

• What trends to look for and their relationship to your business being successful
• How the new linear strategic model works
• How to calculate and produce convincing results from manpower data including predictive trends
• How each segment of the manpower model works, Data collection, analysis and succession planning
• Where HRM fits with the 7 stages of organizational operation and how to get the best from each
• How to succession plan and use the appropriate technique to suit the situation and your organization
• Master this complex topic by attending one seminar.
• Be able to draw a business process map.

WHO SHOULD ATTEND?

This seminar is designed for anyone who needs to understand the value Manpower planning can make. Others who would benefit are planners, Training personnel and anyone in HR who is building a career.

COURSE OUTLINE

Day 1 – Understanding the new HRM model and how it fits into the Strategic context

• Human resource Management – the three component parts: Data Collection, Analysis and forecasting and Succession planning- and overview
• How the new 8 step strategic planning model works and its relevance to HRM. Case Study
• The challenges for HRM as organizations mature – Video
• Translating the strategy into achievable action –how to get commitment to action
• End of section recap

Day 2 – Manpower planning into action

• Getting to grips with all the element HR can measure as part of manpower (HRM) planning.
• How to use correlations to identify key trends –(team exercise) use of Pearson’s Moment Correlation (long)
• How to translate data into trend graphs – practical exercises
• Delivering Manpower supply –identifying who the weakest link is likely to be
• End of section recap

Day 3 – Three key processes to enhance the value of your staff

• How manpower supply can be enhanced –Recruitment and new selection methods
• How to improve development skills and capabilities of new employees and upgrade existing employees
• Performance Appraisal –correctly used –the king of performance tools
• How to manage divestment – practical strategies
• The value of process re –engineering for HR – video and IBM case study
• End of section recap

Day 4 – Succession planning

• Three different approaches to succession planning –case studies
• How to design a succession model to achieve the RIGHT model
• What competencies are needed –there are five different approaches –what’s right for you? Video and case study “the McGregor interviews”
• The value of benchmarking and where to bench mark.
• End of session recap.

Day 5 – Delivering your plan

• Practical review of progress
• Likely action for returning to work
• Measuring success
• Seminar reviews